How to Lead a Difficult Employee

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Sometimes a difficult employee will not give you the results you desire. In these situations, you may need to consider giving tough feedback. If you are able to understand the bigger picture, you can plan long-term solutions and avoid making your employee feel like a bad influence. Follow the advice in this article to deal with difficult employees. But first, make sure you are listening to the employee’s needs. You must understand what the employee is really saying. Only then, you will be able to deliver the tough feedback.

Listen to what the employee is saying

When you are dealing with a difficult employee, you should focus on listening rather than judging. You can ask the employee to explain their thoughts or to provide examples, such as dates, documents, or work. Stay calm and don’t interrupt. After the employee finishes speaking, summarize their point of view. This can help you figure out what’s really bothering them. Then, you can take appropriate action.

When dealing with a difficult employee, you must acknowledge that the problem exists. First, identify exactly what it is about this employee’s behavior that is bothering you. If you can, document specific examples of how they’re causing you problems. Often, these examples will make the problem seem much less overwhelming. Secondly, you must know how to deal with the difficult employee. If the employee complains in the workplace, it will spread like wildfire.

When leading a difficult employee, it’s important to take the time to listen to what they have to say. A difficult employee may be a bit unconventional and not quite following rules, but within disciplinary guidelines. Another employee may be dealing with personal issues, which have hindered her professional growth. If you don’t listen to her, you’re risking losing a valuable employee who could potentially benefit your company in the long run.

Give tough feedback

If you have a difficult employee, you may be wondering how to give them tough feedback. This may seem like a difficult task, but it is vital to remember that a difficult employee may use their lack of specificity to shift the blame. In this article, you will learn how to give tough feedback to a difficult employee and make it a positive experience for both of you. Listed below are a few tips to make your tough conversations with difficult employees productive.

– Practice. Practice conversations are a great way to prepare for giving tough feedback. Remember, you’re delivering constructive criticism, which is never fun. But in order to help your team reach their full potential, it is necessary. Practice your feedback conversations and make sure you’ve got the right tone. A good way to make tough feedback less intimidating is to set up a regular time when you and your employee discuss the issues that need fixing.

– Avoid overgeneralization. This is important, because a broad gap in self-knowledge will cause the recipient to become defensive and shut down. If you’ve ever given a difficult employee a piece of feedback, you know how devastating that can be for both parties. Nevertheless, you’ll want to be as objective as possible to avoid hurting your employee. And remember that a difficult employee is unlikely to change his or her behavior without some guidance.

– Know when to deliver your feedback. Some people may have a fixed mindset, which makes giving them tough feedback more difficult. However, if you’ve planned it well and delivered the feedback in a timely manner, your employee won’t be too offended. If the employee doesn’t take the feedback well, you might have to consider giving it in person. A face-to-face meeting will help you convey the message clearly.

– Listen. It can be hard to give constructive criticism in front of a difficult employee, but it’s essential for both parties to be aware of the emotional impact of such feedback. Negative feedback will likely embarrass the recipient and cause them to focus on the delivery. By contrast, positive feedback can improve the morale of the employee and foster a positive workplace environment. It’s vital to remember that the best way to deliver constructive feedback is through direct dialogue with the person.

Plan long-term solutions

If you’re looking for ways to improve employee engagement, you may find a difficult employee in your ranks. Although you may not realize it, some people don’t act in ways that are detrimental to their success. Sometimes, “difficult employees” may simply be in the wrong position for them. By leveraging their strengths, employers can turn “difficult” employees into productive ones. Before you take drastic action, try to establish a dialogue with the employee and provide specific examples of the problematic behavior.

Try to determine the source of the behavior. Often, difficult employees are right when they undermine a plan. Ask the employee to explain the situation to you, explaining that the changes will affect them and involving a larger audience. When possible, offer to discuss the issue with them privately. This way, they won’t feel the need to make the changes in front of everyone. Once you understand the root of the problem, you can plan long-term solutions to lead a difficult employee.

Understand the bigger picture

One way to improve your decision-making skills at work is to understand the big picture. Developing this perspective will help you prioritize tasks, set better goals, and manage your time more efficiently. Having a complete perspective will help you achieve long-term results and advance your career. This article explains what this term means and how to use it. It will also give you some tips on how to make this mental model work for you.

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